Workflow Tips for In-House Recruiters

Dec 08, 2021

There’s a reason candidates love working with Inline: our process. We always put the candidate first and make the job application process as seamless as possible. Curious how we do it? We’re giving you a sneak peak into what makes our candidate advisors so successful.

1. Build a strong, accurate database of candidates.

Much like the foundation of a home, your database supports the rest of your search. As providers change locations, retire, switch careers and move to new employers, your database needs to reflect that. Therefore, it isn’t enough to simply create a database and let it sit. Speaking with those candidates and maintaining accurate knowledge of what they want allows you to quickly find the perfect candidate when you have an opening. We know that provider openings mean lost revenue. So keeping an up-to-date database is the first step to shortening your time-to-hire.

2. Keep in contact with both active and passive candidates.

Posting to a job board and waiting for CVs simply isn’t effective anymore. Healthcare providers are in high demand. The New England Journal of Medicine reports only 14% of physicians are actively looking for a new job. It’s hard to be successful if you’re limiting your search to such a small pool of candidates. So when you’re calling providers and updating your database, be sure to include both active and passive providers. This is how you build a pipeline of candidates who will more readily interview with you when you have an open opportunity. (And remember, a shorter time-to-hire means less lost revenue.)

3. Stay in touch with and guide candidates throughout the application/screening/interview process.

Healthcare providers are arguably some of the busiest professionals in the U.S. So complicated and lengthy job applications and interview processes have the potential to stand in your way of hiring the right provider. Consider that 60% of job seekers have quit applying in the middle of an application due to its length/complexity. Then consider that 80% of job seekers would be discouraged from other jobs at a facility if they weren’t notified of their application status. Creating a positive experience from application to interview makes it possible for you to maintain a pipeline of candidates for future opportunities. Remember: even if a candidate isn’t a fit for this opening, you will have more openings in the future. The provider who isn’t right for this opportunity may be perfect for the next one. Keep a positive relationship with your candidates and you’ll set yourself up for future hiring success.

Interested in learning more about our unique candidate experience? Click here to schedule a call with us!


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